Employee Engagement

In today's corporate world there are a lot of initiatives that are run for improving their employee engagement index. Somewhere, I think there is a disconnect on what it means to the employee. In my view, I think, the more often than not, the whole discussion of Employee engagement for some strange but valid reasons are revolving around fun, outing, lunch, family and so on. I feel it is absolutely necessary, however, in my view it just probably 10% of it.

The other 90% is all about (not in any particular order). There could be many more to this list as well.

• line of sight (how do I contribute to overall organization’s goals)
• how employees feel valued (rewards, recognition, appreciation)
• am I listened (skip levels, luncheons)?
• how my mistakes are received (encouragement to be innovative, am I shielded by my manager)?
• how is my team environment (support from my peers, friends)
• how secured do I feel about my company’s prospects (any press release or rumors within market)?
• am I respected for what I’m (Manager treating everyone equitably)?
• do I have a work environment where I can contribute (training's/support system)?
• does my manager care about me and my well being (professionally and also personally)?
• am I learning constantly (new challenge)?
• are my ideas received well (or at least not ridiculed)?
• have I grown (career progression, new role)?

These all directly relate to the immediate manager on how he/she manages his team mates. How well has a manager enabled, respected, trusted, challenged, motivated, related, empathized with his/her direct report is what it matters. The manager's leadership styles, character, personality and most importantly honesty and integrity of the manager matter a lot. And as one of my friend said, there is no specific formula for Employee Engagement and it cannot be generalized, for all we know, even the above factors may mean different to different individuals. 

It is also all about those intangible emotions like passion, pride, honesty, integrity, commitment, respect, trust and so on and these have to be exhibited by the manager first and which will trickle down to the team. These can never be measured with numbers!

To me, Employee Engagement starts and stops with the immediate manager! It is a huge responsibility on the manager's shoulders to keep an employee feeling engaged and have him/her motivated to be committed to the organization, particularly in these trying times that we have put ourselves in!

- Raj

What is Growth?

In today's fast paced world, growth has become a mockery. I'm purely talking about one's growth in career.
People relate growth to money and power. They say I'm this much experienced and I deserve to grow!

Can growth be so easy that with years passing by and yet a person continues to do what he/she did three years back?
Can growth happen to a person within a company without contributing anything to it?
Can promotions happens because he has to be promoted rather than he deserved to be promoted?
Can a person by virtue of jumping companies be positioned for something substantially higher that what he can do?

What would happen in these circumstances? He/She is set for failure! And that means that everything around that person also fails. Be it team, be it business. All are set for failure.

To people who think money is measure of growth; you are wrong. Knowledge is!
To people who think power or authority or numbers (I lead so many people), is a measure of growth; you are wrong. Responsibilities are!

Money is not everything that can solve all the problems. Neither does power! Remember the end of the Hosini's and Saddam's.

When you have knowledge, you have more maturity.
When you have more maturity you are ready for more responsibilites!

Growth can neither be money nor authority.

It is the measure of your responsibilities!!
Seek to gain more knowledge and experience.
With both seek more responsibilities.

When you have them and the right attitude, the growth in terms of power and money follows!

- Raj